Legal notice for the website

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All users accessing this site agree to comply with these terms of use.

Publisher information:

This site is published by:


  • Public limited company with capital of 789,095,382 euros,
  • Registered with the Corporate and Trade Register of Nanterre under no. 602 036 444,
  • Head office: 82, rue Henri Farman - 92130 Issy-les-Moulineaux - France.

Corporate Communication department of Accor

  • 82, rue Henri Farman
    CS 20077
    92130 Issy-les-Moulineaux
  • Phone: +33 1 45 38 88 00

Director of publication: Sébastien Bazin

Site editor: Charlotte Thouvard

Host information:

This site is hosted by Microsoft Corporation, whose headquarters is located at 1 Microsoft Way - Redmond, Washington 98052, UNITED STATES, via the Windows Azure platform.


Terms of use of the website

Protection of Personal Data

For more information on the Accor Group policy on protecting its customers’ personal data, please consult the Customer Personal Data Protection Charter.


The site’s presentation and each element, including the domain name, trademarks, logos, signs, designs, illustrations, photographs, text, graphics and other files appearing on this site, are protected by the laws in force on intellectual property, and belong to Accor SA or have been authorized for the latter to use.

No material from the site may be copied, reproduced, modified, republished, uploaded, distorted, transmitted or distributed in any way whatsoever, on any medium whatsoever, in part or in full, without the prior written authorization of Accor SA except strictly for personal, private and non-commercial use, without modifying the material on the site.

The following notice must in particular appear on all authorized copies of all or part of the site content: ©Copyright Accor SA. The photographs appearing on the site are not contractually binding.

Any other user not expressly authorized for the site or its material shall constitute an infringement upon Accor SA’s rights in particular punishable by Articles L 355-2 et seq. of the French Intellectual Property Code.

Accor’ rights in its capacity as a database producer

Any current or prospective customer or partner has a personal, non-exclusive, non-assignable, non-transferable right to access the information contained on the site for his own hotel reservation needs.

He is authorized to extract and/or re-use part of the content of this site for the purpose of personally consulting it, provided that such extraction and/or re-use does not concern a qualitatively or quantitatively substantial part of the content of this site. The extraction and/or repeated re-use of the content, even non substantial, of this site is also prohibited.

Any total or partial reproduction of the site for other purposes is expressly prohibited by Articles L. 342-1 and L. 342-2 of the French Intellectual Property Code. Communication to the public of all or part of the site content, in any form and to any public whatsoever, is also prohibited.

In particular, use of the content of this site for commercial purposes is expressly prohibited.

Photograph credits

  • (C) 2021 Claudio Trasforini.
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© copyright Accor photo library

Index relating to equal pay between women and men

The purpose of Decree no. 2019-15 of 8 January 2019 is to eliminate the pay gap between women and men in business. The gender equality index enables companies to measure discrepancies between the pay and status of men and women, and highlights areas for improvement on which action must be taken when those disparities are unjustified. 

The target set by the government is to eliminate, within 3 years, the discrepancies of 9% that exist at national level. 

The index is scored out of 100 points, and is calculated on the basis of five indicators for companies with more than 250 employees, and of four indicators for those with between 50 and 250 employees:

  1. The pay gap between women and men in comparable positions and of comparable age. 
  2. The discrepancy in the distribution of individual increases between women and men. 
  3. The discrepancy in the distribution of promotions between women and men. 
  4. The percentage of female employees increased upon return from maternity leave. 
  5. The parity between women and men among the ten highest salaries. 

The company must achieve a minimum level of 75 points. Below 75 points, it must put corrective measures in place within three years or pay penalties of up to 1% of the total wage bill. Every year, the index must be published on the websites and communicated to the Social and Economic Committee (CSE) and the works inspectorate (DREETS). 
The gender equality index has applied to all companies with more than 50 employees since 1 March 2020. For the year 2021, the scores of the Accor Group’s various legal entities with more than 50 employees are as follows:


All of the information accessible via this site is provided as is. Accor SA gives no express or implied guarantee and assumes no liability concerning the use of such information.

The user is solely responsible for the use of such information.

Accor SA reserves the right to change these terms and conditions at any time in particular by updating the site.

Accor SA shall not be liable for any direct or indirect damage whatsoever resulting from the information contained on this site.

The user agrees not to transmit on this site any information that may result in civil or criminal liability and agrees in that respect not to disclose via this site information that is illegal, contrary to public order or libelous.

Accor SA takes all possible measures to offer users available information and/or tools that are and verified, but shall not be held liable for errors, unavailability of information and/or the presence of a virus on its site.

Websites outside the Accor Group with a link to this site are not under Accor SA’s control and accordingly Accor SA accepts no responsibility as to their content. The user is solely responsible for their use.


The creation of links to the site is subject to the prior agreement of Accor SA. For any requests, you may select "Other contacts" on the "Contacts" age then choose "the content of the corporate site". 


For any comments on how the site works, you may send a message by selecting under the heading Contact the type of request "the content of the corporate site".


Messages that you send through the Internet may be intercepted on that network. Their confidentiality cannot be guaranteed until they reach us.

 UK gender pay gap report

All UK companies with over 250 employees are required to report on their gender pay gap. This gives an opportunity to further understand and address gender inconsistencies within the workforce.

UK Report 2017

Modern Slavery Act statement

The UK Government requires companies to publish an annual statement detailing what steps they have taken to tackle modern slavery, both in their operations and in their supply chains. Find below our published statement.

Modern Slavery Statement 2021

Canadian Pacific Companies (Europe) Pension Plan - Statement of Investment Principles

Statement of Investment Principles

Trustees of relevant UK defined benefit pension schemes are required to make publicly available on a website the scheme’s statement of investment principles. Please refer to the following document to view the applicable statement for the Canadian Pacific Companies (Europe) Pension Plan.

Canadian Pacific Companies (Europe) Pension Plan

Implementation Statement

Trustees of relevant UK defined benefit pension schemes are required to make publicly available on a website the scheme’s implementation statement. Please refer to the following document to view the applicable statement for the Canadian Pacific Companies (Europe) Pension Plan.

Canadian Pacific Companies (Europe) Pension Plan

Discrepancies in the representation of women and men among senior executives and among the members of the company’s management bodies 

The purpose of Law no. 2021-1774 of 24 December 2021, known as the “Rixain” law, is to accelerate economic and professional equality, and particularly to accelerate the participation of women in economic and professional life. Among the provisions applicable to companies, Article 14 of the Law adds two measures to the Copé-Zimmerman Law in order to increase the number of women (or of men when men are in the minority) on the management of companies with at least 1,000 employees:

  • The obligation to publish annually the discrepancies in the representation of women and men among senior executives and among members of companies’ management bodies;
  • The introduction of a progressive minimum quota of women (or, if applicable, of men) among the senior executives and members of the management bodies of companies.

This quota will enter into force in two stages: on 1 March 2026, the proportion of women in each of the groups taken separately (senior executives and members of management bodies) may not be less than 30%, then on 1 March 2029, 40%. 

If the company does not achieve the first target on 1 March 2026, adequate and appropriate corrective measures must be proposed in the context of negotiations on professional equality.
The proportion will be assessed on the basis of time spent as a senior executive or member of the management bodies during the accounting year.

The definition used for senior executives corresponds, within the meaning of the French Employment Code, to employees who can be regarded as workers without a reference timetable and who are not subject to compliance with the ordinary legal rules concerning the calculation of working time.
As for the members of management bodies, this term corresponds to the members of the Management Committee and to a member of the Executive Committee. 

Every year, the discrepancies in representation must be published on the company's website and on the website of the Employment Ministry, and must be mentioned in the BDES (economic and social database).
The only company in the Accor Group with more than 1,000 employees in the year 2021 is ACCOR SA, where the discrepancies in representation are as follows: